001Good evening everyone. I'd like to call this special call meeting to order. Um first order of business we're going to have a moment of silence. Um also remember Ms. Wanda Horton at Oxon Hill um Elementary School. If everyone stand for the Pledge of Allegiance. >> [clears throat] >> I pledge allegiance to the flag of the United States of America and to the Republic for which it stands, one nation under God, indivisible, with liberty and justice for all. >> Next we have um presentation um by Mr. for the Superintendent search by Mr. Sam Thorpe. >> Yes, sir. Thank you, Mr. Chair and members of the board. First of all, I just want to take a moment to thank all of you for trusting me, trusting NCSBA with your Superintendent search. We're really excited to partner with
002you and help you find a new Superintendent. Um toward that end, along those lines, uh in anticipation of meeting with you tonight, I shared with your board attorney a number of documents that I also shared a version of with you before I presented to you earlier this month. Um starting with a timeline. Um and we need to get I need to get your feedback on and approval of each of these documents in order to get your search started. Um I'm not sure if you voted to approve the contract at the last meeting. Perhaps your board attorney could weigh in on that. >> They they they approved. Yes. >> Okay. So that's being executed. We don't need to bother with any voting on that. >> Nope. >> Schwartz. Okay. Um so the next document um that
003I would direct your attention to is on the left-hand side of the folder. It's the timeline. Um really what I need you to approve on the timeline is the application deadline. I've allowed for approximately 5 weeks to advertise the vacancy. That's what the vast majority of boards do. Um but I'm happy to push that application deadline out or move it up as your board sees fit. >> Let's try. >> Mr. Schwartz, do we need a motion on this? >> I I I would say Sam, I would recommend that given that we're at the start of school and it's um break time for some and then it's going to be uh everybody going crazy getting school started. Do we push that application deadline out a little bit? Um I think you'll get a deeper pool if
004we do that. >> [clears throat] >> That's up to the to the board. >> Yes, sir. >> Uh is that is that the board's pleasure to move the the date out a little bit? >> I'd say the end of September and then we would eventually >> That's perfectly fine if that's >> Yeah. End of September be fine. The the the uh uh sometimes you start with uh when you anticipate employment to begin. And uh the interim superintendent is employed up until February 1st. >> Right. [snorts] >> Um, if necessary. So, we're not, um, I don't know I don't think the board's that anxious to necessarily push this uh, process to get employment beginning on November 19th. >> Would September 28th, that's a Monday, would that be acceptable to the board? >> That's fine. >> Can
005I ask? >> [clears throat] >> John. >> Yeah, Mr. Let me ask the question if I might. >> Yes, sir. >> The advertisement, what's uh, how far out is this going? Is this going certain states? Is this going uh, nationwide? Or how far is that our choice? Or how how far do y'all do the advertising? >> We advertise it very widely. It is advertised nationwide. >> Nationwide? >> What I do need you to weigh in on is, and we'll get to that, is whether or not you want to do any paid advertising. But in terms of our free advertising, that's advertised everywhere. >> Okay. Uh, I would be fine with extending it to September. >> September 28th, is that an acceptable time frame? >> Might as well go to the 30th, just end of the
006month. >> We can. We can. I I give you the applications the day after the application deadline, and I would like to do that, um, at the beginning of a week as opposed to towards the end. Um, but I'm happy to to do it on the 30th. That's up to y'all. On October the 1st. Yes, sir. >> So, the 28th? November, the last day of the month? Yeah, so I'm saying you're going to do it the last day or the that Monday? >> Do it the 30th. >> That's fine. >> Sure. So, if we change the deadline, then it's going to push essentially push everything else. Right? >> Yes, sir. But, it'll still be within that timeframe, and those are target dates. >> Does that mean we're still anticipating maybe to have someone in place
007by the 1st of December? >> No, sir. >> Okay. I I'm just I I just want to make sure that we have um ample time for advertising. >> Well, it sounds like your interim's going to be here through February, worst case scenario. >> Right. >> So, I I think you'll have plenty of time. >> Okay. >> So, September 30th seems to be the consensus. >> Yeah, I think you've got consensus. >> Okay. Next is the vacancy announcement. That's the first document on the right-hand side of the folder, which includes some general information about your school system and your community. Explains to applicants who to contact um with any questions about the search process. Explains to them not to contact the board directly. Um not sure if you've had a chance to look at it. Um
008but that's obviously the vacancy that we'll be posting along with the application platform, so that people can read a little bit about the district prior to researching it on their own. Yes, sir. >> I think we need to add um something in here about our our large Hispanic population as well. >> You would like to add that in about the community or about the school system? Which section would you like to include that? >> It's it's about the community. On the third line, it talks about the the tribe and then it says on the next line the county's population alongside a significant black alongside significant black and white communities. If if we add all this language, we need to add something about our Hispanic population. >> I can do that. >> Because we have a
009I mean, if you look at our demographics, >> [clears throat] >> we have a huge Hispanic population. >> Yes, sir. So, a large and growing Hispanic population and I'll get the figures on that as well. >> It That'd be awesome. >> But that's what you'd like to add to that paragraph. >> Absolutely, unless there's some objection from anyone. >> Ms. Emanuel seems to have a question. >> I beg your pardon? >> Dr. Emanuel. >> Excuse me. I I was daydreaming and I wanted to go back to the timeline just [clears throat] one moment, okay? >> Yes, ma'am. Sure. >> I want to make sure that we do not I mean, some of the other companies threw that in sort of sideways. We do not have any online interviews. We need in-person interviews. >> Unless a
010board insists, all of the interviews that I facilitate are in person. I always encourage the candidates as well as boards to do in-person interviews. >> Okay. >> But I'm happy to do them virtually if your board desires. But it sounds like you are pretty sure >> My preference is I would like in-person interviews. If they can't do in person, then then they're not interested. >> Yes, ma'am. I understand. >> My preference, then. >> Yes, ma'am. Thank you for letting me know that. >> Anyone else? >> [snorts] >> You go ahead and start. >> Okay. So, aside from the change, I'll certainly make that change that you suggested, Mr. Long Clear. Next, behind the vacancy announcement are advertising options. There are two charts. The first one has all of the free Yes, sir. >> Can we
011go back to one thing on the on the announcement? Do you want to make any put anything in here about the new CTEC opening? >> No, because we may have to push everything back. >> But, in terms of the advertisement, I think we might want with I'm not talking about the opening ceremony or anything, but you might want to put something in here about what do you [clears throat] need facility that is It's going to be a one-of-a-kind facility. >> Career and technical education, I assume. >> [snorts] >> I can add a line about the CTEC Center, the new CTEC Center in the about the school system. Thank you for that suggestion. Next is the advertising, the free places listed will obviously advertise ads. The paid advertising is entirely up to you to decide whether
012or not you want to spend any money on advertising, and if so, where. Highlighted in red is the American Association of School Administrators. The reason it's highlighted in red is because we ask all of our applicants who fill out the application where they find the vacancy, and the majority, more than half of the applicants, indicate that they find it on AASA. That's not me trying to twist your arm and get you to spend money advertising there, it's just information. Many candidates do find it there. >> And for what it's worth, in my experience, I would recommend that you do the American Association of School Administrators and the Education Week Top School Jobs. >> You have a Christmas career? >> I'd also recommend you do the 60 days >> With ASA. >> double ASA. >> So
013six it seems to be 60 days with ASA and 30 days with Ed Week. >> Unless there any objections, that's what I'm going to make a note of doing. Okay. >> Yeah, I was going to ask um with the with the updated timeline, how long would the actual what period would the advertisement be? Would it be 60 days? >> So it's only offered for 30 days with Ed Week Top Jobs, but we have a way of trying to do it that's strategic that falls neatly within the window, the application window. 30 days won't fall perfectly obviously within your application window. >> Would that be the only option you have with these two platforms? Either it's 30, 60, 90 >> They offer a much larger advertising window that's not workable >> Okay. >> given the time
014frame that you're in. >> Okay. >> But if we need to extend it, I can reach out to your board and see whether or not you want to spend money extending it. >> Yes, sir. >> The next document behind the list of advertising options is the application. Um as I said to you in my presentation, most boards keep the application as is and save any of their district specific or or personal individual pointed questions for interviews. But I'm happy to change. It's at the bottom of page three moving into page five where the short and long form essay questions are. >> Go ahead, Mr. Lewis. Yes, sir. Um let's go back to the advertisement. So are we in agreement that we're going to do the AAS AAS school administrators for 60 days and uh education
015top weeks for 30 days? Are we in agreement or not? I mean Yeah, let's leave it at that. Yeah, that's good. Let's just leave it I just want to make sure. Nobody said anything. All right, that's that's enough. Let's leave it at that. >> Appreciate you clarifying that for me though. Thank you, Mr. Range. Um any requested changes to the application or questions about the application? Or if you'd like to keep it as is, that's fine as well. Entirely up to you. Um, beginning at the bottom the bottom of the third page, it says county specific questions short answer. And after that, you'll see a series of short answer questions and then just after that toward the bottom of the fourth page, you'll see county specific questions essays. And there are six long form essay
016questions. Again, most boards keep them as is, but I'm happy to add to the questions, subtract from them, or revise them as your board desires. >> [snorts] [clears throat] >> It's great. >> I'm just I ain't looked through this, so if if if if everybody's in agreement with this, I'm fine with it. But I haven't read these questions or anything, so but if everybody's looked at it, good with it, I'm fine. >> Okay. You're also welcome to take a moment to read them if you'd like. Yes, ma'am. >> You stated I think in your initial presentation, please tell me if I'm wrong, >> It's okay. you would have a contact person. Would that be our lawyer? When you or maybe it was another person that when you're dealing with the school system, who will you
017contact? >> For the search? Okay. >> you like, whatever you doing, who will you contact here at the school system? I know you won't call all of us. I know that, but who would be your contact person? >> I usually communicate with the board chair and the board attorney as a as a initial contact, but of course communicate with the full board throughout the search. But I'm happy to communicate with whoever you like me >> No, no, I'm just I was just asking that so that everybody wouldn't be in the dark all the time. >> Yes, ma'am. So, if there are no further thoughts on the application, uh next up are the surveys, the community [clears throat] and staff surveys which mirror one another um so that we can compare the results um and present
018those to you and to the public at the conclusion of the survey window. Most boards keep the survey as is, um but we're happy to change that if you'd like. >> It's right. >> Mr. Dorp, how do you choose these community survey? Who do you How do you choose the people throughout the community who you're going to survey? >> So, the survey is made available to the entire community. >> Okay. >> Anyone in the community is is welcome to and is actually encouraged to to fill out the survey. And we we try to work with your communications folks to get as many responses >> Good. >> as possible. Yes, sir. >> It's online survey? >> Yes, sir. Anonymous. It can be filled out privately. There's an open-ended section at the end where folks can discuss
019in detail, and some will discuss in great detail issues that are really important to them that they want you to take into consideration. Um as you move into the application review and interview stages of your search process, that's what boards find most helpful in my experience. >> Mr. Chairman. >> How much time do we normally give the community and staff to take the survey? >> I usually have it mirror really closely your application window. Um so what I'll do is make the survey window extend out. Um I want you, your board, to have reviewed the survey results, and I ideally also like to share the survey results with the community and staff before you begin looking at the applications and making decisions about your applicant pool. That way you can factor all of the the
020feedback you've gotten from the community and staff prior to making any decisions about your applicant pool. You can weigh that and and let it inform your decisions as a board. Yes, ma'am. >> Uh >> Dr. May. >> Yeah. >> I think Miss Jessica is should be involved in this survey. Thank her. She has all kind of ups on community people by her doing all of our PR. Right, Miss Jessica? Oh, I like that. I mean, I I don't know how you've been doing it before, but she has ins and outs with everyone. She's our PR person. >> Yes, I usually rely on the Miss Jessicas of the world to help me get it in front of as many people as possible. I know we can't make people fill out the survey, but we can at
021least get it in front of them and try to get them to respond. >> Mr. Crew. >> Uh so Mr. Thorp, this survey is put out by your company. And is it put on our which is our website, or how do you do that? >> Yes, sir. Ideally, I I work with Miss Jessica to make sure that it's on your website and then it's pushed out through whatever mediums you use to to survey the community as well as the staff. I assume you already have some internal mechanisms in place for staff surveys, but community surveys I'm sure your PR person knows where in terms of news outlets, social media, your school system website, etc. And I'll of course be communicating with your public information officer. We monitor the surveys and so we like to push
022out reminders, communicate with your staff to make sure that it's still getting it's it's being publicized as much as possible. >> Right. Miss Jessica, that the part I was saying from computer services this new thing that they were doing about the I don't know if it's communications within the county electronically. They were doing some changing with our Google or something. I just I said email that we got the last day or so. Um from is it Dr. Guzman, the lady that works down there? Would that be internal? So that wouldn't affect nothing like this. Okay, that's what I make sure. Okay, thank you. >> So is it okay to move forward with the surveys as they are or would that be acceptable to you? Okay. Well, that is all I need from you. I will
023have your application live if not tonight first thing tomorrow morning. We will have your surveys live at the latest by the end of the day tomorrow and I will communicate with your full board once everything's available and I will send your board the survey links as well, the community survey link so that you can share it on any listservs or social media platforms that you participate in if you'd like to. >> [clears throat] >> Unless there are any additional questions. >> Mr. Gray. So, Mr. with with this back and all this up as far as applications uh whenever we meet again or at some point you'll give us a revised back in everything here up on this timeline. >> So, you will get two emails from me. One will be a finalized I will make
024the adjustments to the timeline as your board has directed me tonight. I will make the adjustments to the vacancy announcement as your board has directed me. And I will share those finalized documents with your board, your full board via email. Um and let you know that the application is live. Right? Then I will send a follow-up email that will let Ms. Jessica and your PR staff know that the community and staff surveys are ready and and ready to be shared. I will then follow up with the email with your board letting you know that here's the community survey link that you're welcome to share with whatever mediums you might want to share a survey with constituents or with a faith community or your neighborhood community, etc. >> Okay. Thank you. >> Yes, sir. >> Any
025more else? >> Um couple of things. One is um the board approved the selection of the school board association, but um I don't think you explicitly approved the contract. >> That's what I was wondering. >> let's have a motion if we can to approve the consulting agreement um and get that approved. >> Motion to approve the contract as presented. >> Second. >> Okay, we got a motion to approve the contract by Mr. um Trey, second by Ms. Christie. All in favor by saying yes. Approved. All All in favor not? It's 9-0. >> Thank you, Mr. Short. I appreciate that. >> And one other thing is excuse me. um the I don't know uh where you got the dates on the um or if these are just projected dates for the meeting on applications to choose
026the first round interview. >> They're just projected. I didn't pull it from anyone's calendar, and I know that those will change. >> [clears throat] >> Do you want to take a look at potential dates in October now while you're here with the board? >> That's That is up to the board to decide if they would like to firm those dates up. I'm I'm happy to do that. >> The regular board meeting's on the 13th of October. >> 15th. >> Um I don't know if you'd want to do a special board meeting >> on the 15th >> um to deal with that to deal with this. >> [snorts] >> What about What about the the 20th, the following Tuesday? >> It's correct. >> So, I get this is part of my question a while ago that
027um you're talking about it's got meetings for final interviews uh October 12th. With backing everything up now, are we still keeping these dates here the same? Or are they going to move? They're going to move. >> They're going to move. That's what we're talking about doing. >> Yeah. That's what I was looking at. Okay. So, you're looking at moving the final interviews now? >> So, no. We're looking at the first The first date we're looking at is >> Okay. >> meeting date we're looking at is listed here as September 14th. We're talking about look moving that now to October 20th potentially. >> Okay. >> Which is a week after the regular board meeting in October. >> [snorts] [clears throat and cough] >> And one thing I want to emphasize that um >> [clears throat] >>
028that say that I'm sure Sam would agree with is it's extremely important for these meetings that all the board members be present. >> Yes, sir. Absolutely. >> And that's why I want to try and get them on the calendar now instead of waiting. Um so September 20th is one thing we're is I'm I'm sorry. October 20th, Tuesday, October 20th is what we're looking at for the meeting that is on this sheet as September 14th. >> Okay. Sort of middle of the way down. >> Mhm. Meeting meeting for on the applications to choose the first round interviewees. That's an extremely important meeting. >> Yes, sir. >> [snorts] >> It's very important. >> Are we okay on October 20th? >> I'll make it 10:20. Mr. Schwartz, would you like to figure out interview time? >> Yeah, that's
029what I'm going to So that's October 20th instead of September 14th. >> Yes, sir. >> All right. And then the next meeting is for [clears throat] initial interviews to select finalists. Um that's the dates that are listed on this sheet were September 28th to 30th. Um and those are usually about 2 weeks after you select the interviewees. So that you can deal with logistics and get them in and give them a heads-up. Um That would get us to election day, November 3rd. >> Right. >> Um What would uh November 4th, 5th, and 6th look like? That's a Wednesday, Thursday, Friday. Those are for first round interviews. >> Any conflicts? Sixth we can't do. >> Yes, ma'am. Our regular board meeting. At the meeting. Yeah. >> That's the 10th, but you don't want to tie it
030up with your regular board meeting. >> Won't take too long. >> These are going to be These are going to be interviews you're going to be doing probably with at least six people. >> At least. >> So, are four, five, and six okay or not? >> It sounds like the sixth will not work from Fields. >> Sixth is no good. >> But she could do four and five, I think, he said. >> Um let me just say, folks, when when you get to this part here, um like Mr. Schwartz says, I I think like we might have gave them 30 minutes before 45 minutes, something like that. And and we did them on Saturdays. Yeah, um we did them on Saturday. You started 9:00 in the morning and you had [clears throat] people come in.
031They had their 30, 40 minute 45 minutes. Somebody else was waiting in another room. >> [clears throat] >> And so, it's something that that's all you can do at that time. So, um you know, I'm not sure when it would be, but I know when we went through this before, we spent Saturday and it took a while to get through cuz some of the people actually it was a difficult thing getting here other than if it was a Saturday. So, I'm just saying that could be a possibility. >> Sherman, did you leave these three days in there as a three-day window within which you could get this done or three days over which you're going to actually use three days? >> It depends on the board. I have done as many as seven, even eight
032interviews in a day. I will do as many as you want. That is a lot, but the short answer is we can do it in a day, but it's a long day. >> Can we Can we If the 6th doesn't work, do the 4th and 5th work? Can we make that work? >> Would you Let me ask y'all this. Would y'all rather be here later in the evening time or come in on Saturday and be out of here probably about 2:00 or something like that? >> [clears throat and cough] >> Cuz you got to remember now, if we do it during the week, school's going on. And you got to take in that consideration. >> We We would do the interviews offsite. It would not interfere with your >> No problem. We got school that
033week going on. >> Right. Of course. Yes, sir. >> Is it correct? Let me hear it again. >> This is just information. If you come in on Saturday, when we did them before, if you know at ComTech, there's a office that's like back in the corner, at ComTech office that runs it. That's where we did interviews. And it got us away from campus, anywhere on campus. And now we did We did them on Saturday. And we basically did them all in Saturday. It might It might have took two Saturdays. I can't remember. It's been so long. But we did them all on Saturday and I And the main idea was to do it and not be here. Especially now, if you're doing them during the week, I don't see how you can do them here.
034In this facility, you got You're going to have to, in my opinion, go somewhere off campus. >> You You almost always could do these offsite. >> Offsite. Be away from here. >> Yes, sir. >> You want to preserve confidentiality for the candidates, too. >> Correct. >> That's why it was a good That was a good location going there and doing it on a Saturday, too. >> So, before we get to where we're going to do it, let's let's focus on the dates again, if we can. >> 4th and 5th. >> Do the 4th and 5th work for everybody here? >> And if you block off the entire day, I think I feel confident we can get all the interviews done. They may be long days depending on how many you want to interview, but I
035think we can get it done in 2 days. >> I got You got to remember now some of them some of y'all work. >> Exactly. >> Um >> And I I certainly want to be sensitive to that. >> I mean I'm good with either way. But I also want to be considered for those who have jobs. What about Saturday? >> Probably starting late afternoon. >> Will we be going on Saturday? >> Start probably start around 4:00 in the afternoon on the 4th and 5th. >> We can. I've done them in the evening. I've started at 7:00, 6:00 at night. That's that's fine, too. >> I'll be at a football game. >> Yep. >> No, I'm saying I am. Hey, you know what I'm saying? >> We do have two board members absent. I mean, this
036this is part of the reason I struggled to nail down dates and why I tried to just get the application deadline. But in as much as we can firm them up, I think it's a good thing. >> Okay, let's let's let's go for October 4th and 5th at 4:00 p.m. Does that work? >> November November 4th and 5th. >> sorry, November. Yes, excuse me. Yes, sir. Yep. >> Okay, makes sense. >> What day is that on? >> Yeah, I can. >> Knowing that it will not be the full day, Ms. Fields. >> It's a Wednesday, isn't >> It will not be the full day. Well, and if we can if you can't do it, you can't do it. And then we got to find Well, then we're just going to have to find different days
037to do it, and that's okay. I don't want you to feel bad. You got to go to work. Okay. You're 4:00? Okay. That's good to know. Yes, sir. Those would be the first interviews. >> So we got consensus on November 4th and 5th at beginning at 4:00 p.m. >> Thank you, Mr. Schwartz. Do you want to find a date for second round interviews or do you feel like that's sufficient? >> final interviews? >> Yes, ma'am. >> Hit your mic. Hit your button on your mic. >> October 20th, did we do a time for that one? >> No, we didn't. Um >> [clears throat] >> I was assuming that it'd be just a regular evening meeting. 6:00 p.m. >> After work. >> Okay. >> So October 20th at 6:00 p.m. November 4th and 5th at 4:00
038p.m. >> And October is for initial, okay. >> October is selecting who you want to interview. November 4th and 5th are the actual interviews with the folks you selected. And then what we're about to do is find dates to enter once you've narrowed your list of first round interviews to finalists. Um [clears throat] we need to set aside at least a day to do that. I think a day would be sufficient or an evening would be sufficient to interview your finalists. And we usually count about 2 weeks out from that as well. That would put us in the middle, I think, of November. >> And we need Boards to pick somewhere between two to four in general. But yes, three is a common number. >> What What would uh What would November 12th look like?
039That's only 1 week after. It's a Thursday night. >> The The only hitch is that we do a lot of due diligence once the Boards narrow their lists of interviewees to finalists, we would get it done as soon as possible, but depending on how many you select and how much due diligence is involved, um but we'll get it to you as soon as possible. >> How about How about Thursday, November 19th? Yeah. The I think the I think the school board association convention is the 15th through the 18th, I believe. >> I'm trying to look up that date now. I don't have it off the top of my head. Um I've I've got it as being the 8th through the 11th. >> Okay. >> of of November, so I think we're fine. I think the
04019th's just fine. >> Does No, does Thursday, November 19th work? That's going to be a critical time. That's >> Final interviews. >> I don't think that's going to work for me cuz I'll I'll be in Raleigh I think that. >> What's that? >> I'm trying to find out this one mistake I made. Okay. Would the 18th be better? That Wednesday? >> Yeah, 18th would be better. >> What about Wednesday the 18th? 17th I can't do it. >> Okay. >> No, that's for the interviews of the finalists. >> I'm sorry. I said >> That's replacing the one that's listed on your on your timeline as October 12th. >> I had it wrong. It's 22nd check your back. >> Correct. Yes, sir. >> What's that? >> It's 22nd, so I'll be here. >> Yeah. >> You would
041narrow down at those At the conclusion of the interviews, you would narrow it down. Yes, sir. It's okay. >> All right. So, we're back looks like we're back to November 19th, that Thursday. [clears throat] Beginning of Beginning at 4:00 p.m. >> 4:00 p.m. >> And you you'd have anywhere from three you know, anywhere from three to five finalists, probably. >> That's true. Yes, sir. >> So, we're on November 19th at 4:00 p.m. We have consensus on that? >> Yes. >> I'm seeing a lot of nodding heads. >> I am, too. So, I'll make these adjustments to the timeline, obviously, and finalize it and share with you, as well. So, not just the application deadline, but the meeting to select interviewees, first round interviews, and final round interviews. Any other questions? >> 4:00 that day? >>
042Yep. >> So, we've got just to summarize, we've got now application deadline will be September 30th. >> Yes, sir. >> The meeting on applications to choose first round interviewees will be October 20th at 6:00 p.m. >> Yes, sir. >> All right. And that is a Tuesday. >> [clears throat] >> The meeting for the initial interviews and to select finalists and final round questions will be November 4th and 5th at 4:00 p.m. >> Yes, sir. >> And that's a Wednesday and Thursday. And then the meetings for final interviews and to decide on terms of an offer will be November 19th. That's a Thursday at 4:00 p.m. And somebody needs to communicate that to Crystal and Melissa. >> And I'll certainly share the finalized timeline with them. But I would alert them as as your fellow board
043members, please alert them to these dates that have been firmed up. I'll make sure to mention it in my email as well. >> And then that would set you up to make an announcement on the new superintendent at the board meeting on December 8th. >> Ideally. >> With employment to begin to be determined. >> Right. But a nice cushion with a February closing for your interim. >> Okay, Mr. Schwartz, help me with this. With the October 20th, that Tuesday. The November 4th and 5th. And the November 19th. We need to find locations away from here to meet. >> Yeah, but I don't think we need to deal with that at the board at this meeting. >> No, all three of those need a location away from here. >> those will all be offsite. >> Okay.
044>> The October 20th one does not need to be offsite. >> That was the only one I questioned. >> That could very well be here and that's perfectly fine. >> But the last two definitely needs to be offsite. >> November 4th and 5th and November 19th would all need to be off site. >> Mr. May. >> Get me straight. At what point do we decide as a board the qualifications we want in a superintendent that that would go in the advertisement or that we would be looking for when [clears throat] we narrowing down these applicants. At what point do we as a board decide that? Now, I understand the dates and the deadlines. I got all that. But, somehow I'm not clear in my mind when we're going to sit down and say, "Okay, this
045is what we're looking for." >> What you you've got in the announcement, um who should apply and then the um experience and background and the other qualifications that you're looking for in the candidate. That's all in this announcement. So, you just approved that tonight. You're ready to go. Unless you want to tweak this or go over it more detail. >> Although, what you may be saying is there are always some subjective and objective considerations that come up once you've gotten the applications and figuring that out as a board is something we usually do as we get in to the application review and that discussion phase. What sorts of things you're going to weigh and how much weight you're going to give them individually and collectively as a board. >> I know. And you can correct
046me, the lawyer and you. At one point in time a superintendent did not have to have a any education background. Could be in business. I don't know if that's still going on or not. Also, it was mentioned do they have to have a doctorate in leadership education? I don't know. >> They do not. No, ma'am. >> Okay. So, those are things that I think at some point in time we have to discuss and the candidate may come in and knock it out the ballpark not having any of these things. So, I guess what I was trying to say maybe as we go along, those are things that have come up and we'll make a decision. The candidate might be that qualified, that good, and have a history of bringing results that we change our minds.
047So, I guess it's a discussion that's ongoing. >> It is an ongoing discussion. However, your vacancy announcement makes very clear that they need to be eligible to serve either with a superintendent's license, which would require a doctoral degree, or under the alternative guidelines, which would not require um an alternative degree, but that is for your board to decide. What I've found is that boards sometimes once they get the applicant their mind sometimes they're changing their mind a little bit, not in a bad way, but um as they see the applicants, interview the applicants, compare them to other applicants, they give weight to certain things more than others. >> Yeah. >> Like, for example, educational background, whether or not a candidate has a superintendent's license. So, I think you've sufficiently covered with the vacancy announcement what
048you want the applicants to have before they apply. In terms of the discussion of what you're going to weigh and how much weight you're going to give it, that'll be more of a discussion that we have on in October when we discuss the application. >> Okay, that's what I was talking about. Thank you. >> Yes, ma'am. >> Put it again, Mr. That's That [clears throat] was my thought process too, Dr. Emanuel. Is um Is it typical in in in my experience with with with searches going all the way all the way from you know, at every level, we typically as a as a committee, in this case a board, would uh before we start interviewing individuals uh collaborate and work together and develop a scoring matrix where we list how much weight are we going
049to give each one of these categories? And and that sort of um that that'll help us really uh narrow down that process. And is that something that we would do at the meeting in October? >> Yes, sir. So, what I start with is a leadership profile that is based on the characteristics and types of experience identified by your community and staff via the surveys as being most important to them. Then I invite your board to give feedback to add to that profile and then we can convert that leadership profile into a rating chart. Whether or not board members use that chart and if so how they use it individually, I'm talking about, is entirely up to you to decide. Um but we can create that for you and and work with you to refine what
050sorts of things are most important to you. And there will be time to do that before you get the applications. So that if you want to or both of you want to or all of you want to, you can use that rating chart both in reviewing the applications as well as interviewing and evaluating the applicants. Does that answer your >> Thank you for asking, Mr. Locklear. If that's all, I'll work on finalizing these documents and sharing them with you and getting your application going. Thank you again for working with us. We really appreciate it. >> Mr. Chairman, one question. >> Oh, I'm sorry. >> Just follow up with what Dr. Locklear and Mr. Mr. Manuel was saying. You know, I'm looking here where the license your part and right now if you got a valid
051superintendent's license and this just throwing this out, you don't have to have a doctorate degree. Am I right? >> Correct. >> You can have you can have a valid license. So, you used to applications would sometimes say doctorate required or doctorate preferred or something like that. So, now do you put that on the application or how how do we deal with that? >> What we put is that you have to be eligible to serve. Forgive me, you do not have a have to have a doctoral degree. You could have an education specialist degree, I think is what the LICN 001, the State Board of Education policy says. But, you do have to have some sort of graduate schooling. Um >> And if we if we I'm sorry, if we don't put in there that it's
052required and then it's going to be up to us when we look at candidates, okay? Am I looking for somebody with a doctorate or without it or does it matter? As long as they got the bad of license, which you're going to be taking care of that. With your >> All of the candidates will be eligible to serve. If they are not, I will alert you to that fact. >> Okay. All right. Anyone else? >> Sam, will you get to the sign contract? Um >> Thank you. And I'll make sure my executive director signs it >> [clears throat] >> and we return you a fully executed agreement. >> Do you all of this Do you conduct a background check >> [clears throat] >> before the initial interviews? >> We conduct a social media and internet
053search and we pull test score data, but we do not do a background check for a number of different reasons, but mainly we wait to do any sort of more intensive background checking until they're being seriously considered as a finalist. It's sort of respecting a candidate and their privacy and how much they're competing for the job versus how seriously they're being considered for the job. It's sort of a sliding scale in terms of how much due diligence we do. So, I'm happy to approach candidates about doing a background check, but before an initial interview you know, most candidates would probably be hesitant to to allow me to do that. >> I understand. So, it's maybe um when you get toward the finalist stage is when you conduct the more Okay, thank you. >> All right,
054thank you, Mr. Sam. >> Thank you, Mr. Chair. >> All right, Mr. Bradley. >> All right, I move that the Board of Education enter into closed session for the following purpose: to consider confidential personnel matters as provided in North Carolina General Statute 143-318.11a1 and a6 and 11-5c-319 and to consult with the Board of Education's attorney to preserve the attorney-client privilege as provided in North Carolina General Statute 143-318.11a3 and to consider confidential student matters as provided in North Carolina General Statute 143 -318. 11a1 and 11-5c-402 and 28 U.S. Code 1232g and pursuant to North Carolina General Statute -318.11a1 to consider closed session minutes that are confidential pursuant to North Carolina General Statute 143-318.10e. >> I have a motion by Mr. Bradley, second by Mr. Tray. All in favor say "Aye." Opposed? In closed session. >> Mhm.
055>> Got a motion by Mr. Troy Britt. Come on, close second. Second by Mr. Henry. All in favor say "Aye". All opposed? Um personnel The motion for personnel. Got a motion to approve personnel as been presented by Mr. Trey. Seconded by Mr. Leach. All in favor say "Aye". All opposed? Closed session minutes for um June 19th and the 26th. Any motion? >> No, no, 9, 16, and 25. >> 9, 16, 20, and 25. Got a motion by Mr. Trey Britt, seconded by Mr. Henry. >> Excuse me, the motion is to be to approve and keep them confidential. Okay, thanks. >> Got a motion by Mr. Trey Britt, seconded by Mr. Henry. All in favor say "Aye". All opposed? Anything else? >> Open session minutes. See. >> I'm sorry. Approval of open session minutes from June
056the 19th, 16th, and 25th. Got a motion by Mr. Henry, seconded by Mr. Trey. All in favor say "Aye". Opposed? Motion passed. >> Okay, adjourned. >> Anybody else? We stand adjourned.